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The Importance of Change Management Training

The Importance of Change Management Training

Change is always happening. When you read, or listen to the news, you will see that the future is uncertain, and that change of one kind or another is on the way. Climate change, economic change, political change, organisational change, changes to the current system.

These changes may affect your organisation - their effects may be positive or negative. Whether the effects will be positive or negative will be partially due to how well your teams manage the change process. Only if you manage the change process well, will change feel progressive and beneficial. You will make significant improvements and thus secure your better future.

Change can be well managed when it is seen as part of a larger system that we call the continuous improvement cycle: Purpose; Plan; Action; Feedback; Change.

Be very aware.

You need to know if some people are pessimistic about the changes you need to implement. Are some people likely to object to the change? You need to know HOW you will make 'The Change' work in your favour.

How can we use change to our advantage?

We can use change to our advantage if we implement a structured, progressive and positive system of goal-focused action, aimed at improving how we provide our products and services to our customers. Here are some points to ponder:

Change is inevitable.

Change is being driven by outside circumstances that are always in a state of flux. There are always economic, political, technological, organisational and social changes happening outside your organisation. These require an adaptive response inside your organisation. There are two kinds of change:

  1. Change that is driven by yourself. You are acting on your own decisions.
  2. Change that is NOT driven by yourself. You are acting according to outside circumstances (sometime unwanted).

Negative Change

Change that is not driven by yourself seems like a negative change.

Negative change means you have lost the initiative: You are acting according to someone else's plan. Negative change is when change is being imposed from the outside. Then, people tend to react negatively. This "enforced change" generates feelings of upset, anxiety, fear and non-cooperation.

Positive Change

Change that is within your control seems to be positive change.

When the change is coming from within; ie you are acting according to on your own initiative, then change is a positive improvement. People tend to react more willingly.

This "self-motivated change" is seen as a positive factor that creates enthusiasm, motivation, determination and energy and with a greater sense of cooperation.

Your goal is to make external changes (that sometimes feels negative), the trigger for internal, goal-directed change in your internal organisation (which would feel like a positive change).

Five-part process

1. Purpose - Is WHAT you want to achieve.

2. Plan - Is HOW you will achieve it.

3. Action - Is the Implementation of the plan.

4. Feedback - Are the results that your recent actions have created, relative to the goal.

5. Change - Are the adaptions, alterations, modifications, and adjustments to the current plan and actions, which are found to be necessary as a result of an analysis of the recent feedback.

Change Management : The Importance of Change Management Training

Repeat these steps until the goal is achieved.

1. State your purpose

Your purpose is to succeed in achieving your goals within the time allotted.

Broadly speaking all organisations share the same goal, which is, "To add value to the marketplace".

Only if you add value to your customers will they add value to you.

Write out your goals - your purpose. This represents an analysis of the direction of travel.

Ask and answer the following Eight Part SMART Targets

  1. What is the goal in general terms?
  2. What is the goal in numerical terms?
  3. What is the goal in specifically worded terms?
  4. What is the goal as a visual image?
  5. What are the abilities you need?
  6. What are the resources you need?
  7. What is the deadline?
  8. Is that deadline reasonable?

2.Change requires a detailed written plan.

Change requires a detailed written plan. Planning is a general term that subsumes: Analysis, prioritisation, organisation.

The analysis is the act of breaking a large thing into its constituent parts. Analysis of the steps that need to be taken and the resources required.

Prioritisation is the act of putting things into the correct order. Everything needs to be done in its proper sequence, ie socks before shoes.

Organisation means working out the most effective logical sequence of tasks.

3.Take account of the emotional impact of change on the mind.

Emotional effects of change, how people's attitude to the situation will affect the change. Some of the emotional factors that cause people to fail to implement a change process include:

  1. Fear that the change will result in a worse future.
  2. Anger, bitterness, and resentment at the need to change.
  3. Head-in-the-sand syndrome. A desire to return to "the good old days" before the changes.

The implementation of the plan requires the team to have a good attitude towards the change process.

4.Keep your finger on the Feedback Pulse.

Feedback is information that relates the results of your recent actions to your goal.

Some things go well. Some things do not go well. This blend of good and bad results is what we call, "Feedback results".

It is important to measure the feedback results.

  1. What is going well?
  2. What is not going well?
  3. What (who) are you comparing yourself to?
  4. What are you going to do about it?

5. Adaptive change

Life is an evolutionary process. Evolution is a process of continual change. Failure to evolve, change and adapt is a recipe for failure.

Note that all improvement implies change: but not all change implies improvement.

In order to make change work for you, and not against you, please attend our one-day change management training course

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